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What is the purpose of a performance review?

The purpose of the performance excellence process at CC is to ensure that supervisors and staff communicate openly and often about performance expectations, achievements, and goals. In addition, we encourage any and all opportunities for staff to develop the skills and abilities needed to successfully contribute to the college’s mission and vision. The annual performance review ensures there is a formal, dedicated time for employees and supervisors to discuss performance success, engagement, and feedback.

When is the performance review period?

The performance review period is from March 1, 2020 through February 28, 2021. When providing feedback, only consider performance between these dates for the 2020-21 performance review.

What is new about this year’s performance review form?

There are three main changes to this year’s performance review form.

  1. Department heads are not required to sign the performance appraisal forms though are encouraged to ask their department supervisors to share the ratings/reviews with them.
  2. The condensed 2020-21 Staff Performance Review form will not require colleague feedback or an overall performance summary.
  3. Ratings on this year’s condensed form consist of two options: Met Job Expectations and Did Not Meet Job Expectations.

Why did CC move from three rating options (Met goals and expectations in ALL areas, Met goals and expectations in MOST areas, and Job Performance Not Acceptable) to only two rating options (Met job expectations, Did not meet job expectations) this year?

We recognize that many employees have gone above and beyond this year, even pivoting roles completely to support the priorities of the college during the pandemic. The change from multiple performance ratings to two was in no way intended to take away the ability of a supervisor to recognize above and beyond performance this year, it was to simplify the form and the process as much as possible.  We considered leaving the rating off completely, but realized we do need to gather information on anyone who isn’t meeting expectations so we can focus on developmental opportunities for those individuals.  Supervisors are encouraged to add comments in the narrative portions related to above and beyond performance when appropriate.

What should employees and supervisors discuss during their meeting?

The dialogue should represent a culmination of the ongoing conversations throughout the evaluation period on performance, projects, goal attainment, and other expectations. This process should also include a thorough review of the job description to ensure it accurately conveys current responsibilities. Here are some conversation starters:

For Supervisors

  • Tell me about something you did within the last 6 months that you’re really proud of. Tell me about something you feel you would like to do better this year.
  • Talk to me about what energizes you about your work. What parts of your job are challenging for you?
  • What projects and initiatives do you wish had gone better this year?
  • What support do you need to be successful in this new year?
  • Is there anything about the way I lead the team that is getting in the way of us achieving even better results?
  • What is one change I could make that would make the biggest difference for you?

 For Employees

  • When do you see me at my best?
  • What areas of development do you see that will have the highest impact in my contribution to our team/work?
  • What value do I personally bring to our team, our students, our campus partners?
  • Where could I redirect my focus?
  • What do you see getting in the way of my success?

Who completes the evaluation if there has been a change in the supervisor during the evaluation period?

Depending on how long the new supervisor has assumed that role, the new supervisor, the next level supervisor, or a combination of both will complete the performance review. If the previous supervisor is still on campus, that supervisor will provide input on performance for the time period that the employee worked with them.

Who is the staff performance review process for?

Supervisors are encouraged to provide performance feedback and discuss the 2021-22 priorities and goals with all staff using the review form and in the meeting discussion. Employees who were hired after November 2020 can work with their supervisors to decide whether to complete the annual performance review or the 90 day review to align expectations and establish goals.

Can my department use our own form for staff reviews?

The college's Staff Annual Performance Review form is required for official documentation; however, departments may add questions or topics that are applicable to the position and/or department.

Do I have to complete the self-review portion of the form?

Yes, all staff must complete the self-review. This is your opportunity to provide input into your review. Self-reviews are due to the supervisor by March 31, 2021.

Who is a "supervisor" for purposes of filling out the supervisory section of the review form?

Anyone who is responsible for the hiring, directing and delegating duties, and evaluation of staff is a supervisor.

If I do not meet all of my goals for reasons outside of my control, does this mean I get a lower rating?

Not necessarily. Sometimes priorities change or there are barriers to goal completion beyond your control. It is important for supervisors and staff to talk about this as it occurs so there are no surprises at the annual performance review meeting. 

Who obtains the signatures on the review form?

Supervisors are responsible for obtaining signatures. Obtain all signatures on the form prior to sending the form to HR. Signers may route and sign the form electronically if desired.

When are reviews due to HR?

Reviews, with all signatures, are due to HR no later than May 7, 2021.

Will I have a chance to appeal my review?

Yes, you may appeal only if your performance rating is "Did not meet job expectations." Appeals are due by May 14, 2021. Please review the Appeal Process.

Report an issue - Last updated: 03/19/2021